Need To Draft A Presentation - Very Urgent

Hi All
I need to prepare presentation regarding “Job description” & “key performance indicators” for the HR manager in a mid sized company. This is very urgent. Please help me and suggest your valuable comments/suggestions.
This is very urgent. I hope I will get a good response.
Suma

Dear Suma
Greetings!
Enclosed an PPT on JOB Description. Hope it will be useful for your presentation.
Meanwhil u can visit
1. mhsqic.org
2. http://www.thequorumgroup.com/survey...00/tsld007.htm
Rgds,
John N

Hi

Thanks for your help. The link really helped for a good presentation. I need one more help.

I want a report “Cost of staff turnover” - details are

Definition of staff turnover

Why it is good to have staff turnover in a company

What the ideal typical staff turnover rate (as a % range) in a company should be (company around 750 employees)

Clearly describe under separate headings the various areas where costs are incurred as a result of staff turnover. The areas are to cover both direct costs and indirect costs.

Direct costs are e.g.

recruitment costs for replacements,

training, etc. etc

Indirect costs are e.g.

Initial low productivity because of learning curve for new staff,

stress on other members for taking up the slack,

morale issues and impact on productivity etc etc

and also has to Show a $ figure could be calculated reflecting the true cost of staff turnover in a company, including direct and indirect components

Please help me in preparing a document. I also searching from different sources. If your inputs are also included it would be great help.

Thanks

Suma

Dear Suma
Greetings!
Turnover, in a human resources context refers to the characteristic of a given company or industry, relative to rate at which an employer gains and loses staff.
If an employer is said to have a high turnover, it most often means that employees of that company have a shorter tenure than those of other companies in that same industry. Similarly, if the average tenure of employees in a particular sector is lower than that in other sectors, that sector can be said to have a relatively high turnover.
Cost of Employee Turnover:
When accounting for the costs (both real costs, such as time taken to select and recruit a replacement, and also opportunity costs, such as lost productivity), the cost of employee turnover to for-profit organisations has been estimated to be up to 150% of the employees' remuneration package
More information, please visit http://isquare.com <link updated to site home>
<link no longer exists - removed>
Rgds,
John N